Title Page
ABSTRACT
Contents
CHAPTER 1. INTRODUCTION 10
1.1. Background to the study 10
1.2. Statement of the problem 10
1.3. Research questions 11
1.4. Research objectives 11
1.5. Scope of the study 12
1.6. Significance of the study 12
1.7. Organisation of the report 12
CHAPTER 2. LITERATURE REVIEW 14
2.1. Introduction 14
2.2. Review of literature of women representation in leadership in the world 14
2.3. Review of literature of women representation in leadership in Africa 17
2.4. Review of literature of women representation in leadership in Zambia 19
2.5. Factors that influence women's representation in leadership positions 21
2.5.1. Women leadership styles 21
2.5.2. Gender roles 23
2.5.3. Culture 24
2.6. Theoretical framework on leadership 27
CHAPTER 3. RESEARCH METHODOLOGY 28
3.1. Introduction 28
3.2. Research design 28
3.3. Research Population 28
3.4. Sample Size 28
3.5. Data Collection 28
3.5.1. Secondary data 28
3.5.2. Primary data 29
3.6. Data Collection Instruments 29
3.7. Data Analysis 29
3.7.1. Quantitative Data 29
3.8. Ethical Consideration 29
3.9. Limitation of the Study 29
CHAPTER 4. RESEARCH FINDINGS AND DISCUSSION 30
4.1. Introduction 30
4.2. Background Information 30
4.2.1. Respondents' Gender 30
4.2.2. Respondents' Age 31
4.2.3. Education Level 31
4.4.4. Length of Service 32
4.2.5. Type of Sector or Industry 32
4.3. Leadership styles preventing women from attaining the Leadership positions in the Civil Service in Zambia 33
4.3.1. Women are represented in leadership positions. 33
4.3.2. Women need to be in leadership positions. 33
4.3.3. Women are competitively attaining leadership positions in Zambia. 33
4.3.4. Women's leadership styles contribute to not attaining leadership positions 33
4.3.5. The Civil Service recognizes the efforts women put in place to achieve work performance 34
4.4. Gender roles prevents women from attaining the leadership positions in the Civil Service of Zambia 34
4.4.1. Gender contributes to women not attaining leadership positions 34
4.4.2. Women's issues are resolved by the Civil Service faster than those of the men 34
4.4.3. People are happy with how the Civil Service handles women's welfare regarding leadership 34
4.4.4. Women tend to be less willing to take up transfer appointments at field sites due to family obligations 35
4.4.5. Some traditions in Zambia suggests that women cannot correct older colleagues, especially males because they are too emotional and considers the act as lack of respect 35
4.5. Culture prevents women from attaining the leadership positions in the Civil Service in Zambia 35
4.5.1. Culture in Zambia contributes to women not attaining leadership positions. 35
4.5.2. Culture in Zambia which enforce men supremacy and authority than women constrain the consideration of women to leadership positions 35
4.5.3. Cultural beliefs in Zambia distinguishes the responsibilities of men and women in society, hence, disadvantages women's progress to prominent leadership 36
4.5.4. Time demands of a higher position conflict with the demands the woman must dedicate to her family responsibilities 36
4.6. Deliberate policies put in place to promote women representation in leadership positions in the Civil Service in Zambia 36
4.6.1. There are policies in Zambia that support women's representation in leadership positions 36
4.6.2. The Civil Service Commission cares about having deliberate policies to encourage women's representation in leadership positions in Zambia 37
4.6.3. The Civil Service followed the policies when appointing women to leadership positions 37
4.6.4. The Civil Service makes efforts to formulate policies that allow women to be appointed to leadership. 37
6.4.5. Civil Service adopts and resolves people's concerns on inclusiveness of women in leadership positions. 37
4.7. The relationship between woman representativeness in leadership positions and the culture preventing women from attaining the leadership position in the Zambia Civil Service; as well as the relationship between woman representativeness in leadership positions and deliberate polices to promote women representation in leadership positions in the civil service in Zambia 37
CHAPTER 5. CONCLUSION AND RECOMMENDATIONS 44
5.1. Leadership styles preventing women from attaining the leadership positions in the civil service in Zambia 44
5.2. Gender contributes to women not attaining leadership positions in Zambia 44
5.3. Culture in Zambia contributes to women not attaining leadership positions 46
5.4. There are policies in Zambia that support women's representation in leadership positions 47
5.5. Conclusion and recommendations to enhance the effectiveness of the appointment of women in leadership positions 49
CHAPTER 6. REFERENCES 50
CHAPTER 7. APPENDICES 55
7.1. Appendix i: Questionnaire 55
요약 63
Table 1. Factors preventing women from attaining the leadership positions in Zambia. 33
Table 2. Factors related to gender roles preventing women from attending the leadership position 34
Table 3. Cultural factors that prevent women from attaining the leadership positions 35
Table 4. Deliberate policeis to promote women repesentation in leadership positions 36
Table 5. Descriptive Statistics for Likert Scale Items 38
Table 6. Scale Validity Test 39
Table 7. KMO and Bartlett's Test 39
Table 8. Component Matrix 40
Table 9. Total Variance Explained 41
Table 10. Reliability Analysis culture preventing leadership position 41
Table 11. Reliability Analysis Deliberate policies 42
Table 12. Model summary 42
Table 13. Coefficients 43
Figure 1. Respondent's Age 31
Figure 2. Employees' Length of Service 32